تأثیر مدیریت منابع انسانی پایدار بر شهرت سازمانی: نقش میانجی نوآوری سازمانی

نوع مقاله : مقاله پژوهشی

نویسندگان

1 هیئت علمی موسسه آموزش عالی راه دانش

2 موسسه آموزش عالی راه دانش بابل

10.22080/shrm.2021.3774

چکیده

شرکت‌های ارائه دهنده خدمات دانشی همچون صنعت فناوری اطلاعات، برای بقای خود نیازمند جذب و نگهداری نیروهای دانشی هستند. شناخته شدن و شهرت سازمان بعنوان یک کارفرمای خوب می‌تواند تاثیر مثبتی بر جذب و نگهداری این کارکنان حرفه‌ای داشته باشد. برای تحقق این امر، مدیریت منابع انسانی پایدار اخیراً به عنوان پاسخی به تغییرات در سطح اجتماعی، بازار کار و روابط شغلی معرفی شده است.پژوهش حاضر با بررسی تأثیر مدیریت منابع انسانی پایدار بر شهرت سازمانی، اهمیت این موضوع را به مدیران سازمان‌ها نشان می دهد. این تحقیق در زمره تحقیقات کاربردی و ازلحاظ ماهیت توصیفی از نوع پیمایشی و به‌صورت مقطعی است. جامعه آماری پژوهش شامل شرکت‌های مهندسی حفاظت الکترونیک واقع در استان مازندران است. با توجه به اینکه سطح تحلیل پژوهش حاضر سازمان می باشد، پرسشنامه بصورت تمام شمار بین 24 شرکت توزیع و توسط مدیران این شرکتها تکمیل شد که در نهایت تعداد 23 پرسشنامه قابلیت تحلیل را داشت. برای سنجش متغیرهای پژوهش از سه پرسشنامه استاندارد شهرت سازمانی ، نوآوری و مدیریت منابع انسانی پایدار استفاده شد. جهت تجزیه‌وتحلیل پژوهش از طریق معادلات ساختاری استفاده‌شده است. نتایج پژوهش حاضر نشان می‌دهد که مدیریت منابع انسانی پایدار بر شهرت سازمانی تأثیر مستقیم مثبت و معناداری ندارد ولی از طریق متغیر نوآوری بعنوان میانجی کامل، بر متغیر شهرت سازمانی تاثیر گذار بوده است. سهم علمی پژوهش حاضر، شفاف کردن نحوه تاثیر مدیریت منابع انسانی پایدار بر متغیرهای مورد تاکید سازمان ها همچون شهرت سازمانی می باشد.

کلیدواژه‌ها


عنوان مقاله [English]

The Impact of Sustainable Human Resource Management on Organizational Reputation: The Mediating Role of Organizational Innovation

نویسندگان [English]

  • mahboobeh arab kalmeri 1
  • Neda Tahmasbi Roshan 2
  • Aliakbar Taghizadeh Ganji 2
  • Fatemeh Aligoli Firoozjai 2
1
2 Rahedanesh institue of higher education .Babol.Iran
چکیده [English]

Companies providing knowledge services, such as the information technology industry, need to attract and retain knowledge personnel to survive. Reputation of the organization as good employer can have positive impact on attracting and retaining professional employees. Therefore, sustainable human resource management has recently been introduced as response to changes in social, labor market and job relationships. The present study examines the impact of sustainable human resource management on organizational reputation. This research is applied research, descriptive and a cross-sectional survey. The statistical population of the study includes electronic protection engineering companies in Mazandaran province. Considering that the level of analysis of the present research is organization, the questionnaire was distributed among 24 companies and was completed by the managers of these companies, which finally had the ability to analyze 23 questionnaires. Three standard questionnaires of organizational reputation, innovation and sustainable human resource management were used to measure research variables. It has been used to analyze the research through structural equations. The results of study show that sustainable human resource management does not have a direct and significant positive effect on organizational reputation, but through the innovation mediator variable, it has affected the organizational reputation variable. In other words, the innovation variable plays the role of a complete mediator in the relationship between sustainable human resource management and organizational reputation. The contribution of the present study is to clarify how the impact of sustainable human resource management on the variables emphasized by organizations such as organizational reputation.

کلیدواژه‌ها [English]

  • Sustainable Human Resource Management
  • Organizational Reputation
  • Innovation
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